The mission of our MPhackS division is to provide our clients with comprehensive Employer Branding and recruitment support. We organize innovative, unique events—hackathons, ideathons, programming competitions, meetups, and workshops—from planning to execution, contributing to the achievement of our partners’ recruitment and brand-building goals.
Our services combine traditional and non-traditional recruitment tools: we use competitions, hackathons, unique event formats, as well as long-term recruitment marketing communication to help you discover hidden talent.
We believe that with non-traditional methods, a company’s brand can become far more memorable to potential candidates.
We have already created numerous campaigns and events around this theme to help our partners strengthen their employer brand and support their recruitment goals.
Our latest English-language professional material clearly explains what Recruitment Marketing means to us.
At the end of the publication, you’ll also find a mini-audit: a checklist that helps you quickly assess the current level of your company’s recruitment marketing efforts and identify areas for improvement.
What’s the difference between employer branding and recruitment marketing?
What effective solutions do we offer to reach top talent?
Download our FREE English-language whitepaper now!
At MPhackS, our online and offline hackathons and ideathons focused on STEM fields play a key role in driving positive change and promoting diversity and inclusion within the tech industry.
In addition to bringing together different generations, our programs—both online and offline—are designed to support individuals from diverse backgrounds, foster innovation, and offer solutions to the real challenges they face.
* STEM is an acronym that stands for Science, Technology, Engineering, and Mathematics. It primarily refers to those academic fields and professions that require a background in science, technology, engineering, or mathematics.
From day one, the organization has been consciously building its employer brand to attract top talent and position itself as an authentic, attractive workplace on the Hungarian market.
Corporate values, the Scandinavian work culture, and a strong commitment to innovation play a central role in both communication and the candidate experience—ensuring that the entire recruitment process serves the long-term goals of employer branding.
